東華大學圖書館 |

語系: 繁體中文

說明(常見問題)

回圖書館首頁

手機版館藏查詢

登入

回首頁

切換: 標籤 | MARC模式 | ISBD

The exit interview: Millennials' per...

Bateman, Hannah.

FindBook

Google Book

Amazon

博客來

The exit interview: Millennials' perspectives on why they quit.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	The exit interview: Millennials' perspectives on why they quit./
作者:	Bateman, Hannah.
面頁冊數:	194 p.
附註:	Source: Dissertation Abstracts International, Volume: 76-04(E), Section: A.
Contained By:	Dissertation Abstracts International76-04A(E).
標題:	Organizational behavior. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3666478
ISBN:	9781321395150

The exit interview: Millennials' perspectives on why they quit.
Bateman, Hannah.

The exit interview: Millennials' perspectives on why they quit. - 194 p.

Source: Dissertation Abstracts International, Volume: 76-04(E), Section: A.

Thesis (Ed.D.)--Pepperdine University, 2014.

This item is not available from ProQuest Dissertations & Theses.

Millennials, individuals born approximately between 1982 and 2002 (Howe & Strauss, 2000) are on average, quitting their jobs within 3 years (Bureau of Labor Statistics, 2012). Their short job tenure not only impacts organizations negatively (Phillips & Connell, 2003), but it also influences how the Millennials are portrayed in the media. Public perceptions assert (although not supported by substantial evidence) that Millennials quit their jobs because they lack loyalty and have a poor work ethic (Marston, 2013), have extreme confidence in their abilities (Howe and Strauss, 2000), make inappropriate work demands (Erickson, Alsop, Nicholson, & Miller, 2009), and possess high expectations for work (Sujansky & Ferri-Reed, 2009) such as flexibility and rapid career growth. Given these are mere assertions, a qualitative study utilizing a phenomenological approach was undertaken to explore the voluntary turnover of Millennials from the Millennials' perspective. The purpose of the study was to discover the reasons why Millennials chose to quit their former jobs and subsequently, what it means to them when they leave an organization. Interviews were conducted with 25 Millennial college graduates (Bachelors degree or higher) who have quit one or more jobs within 5 years of being hired. A major finding from the study was that Millennials decided to join an organization for many of the same reasons they decided to leave it. Compensation, location, opportunity to learn and pursue a career that corresponds to their college degree, flexible work schedule, work environment, and job responsibilities were among many of the reasons cited by the research participants regarding their decisions to join and/or leave an organization. There was a gap that existed between what they perceived the organization would offer them before they joined the organization and their actual assessment of and experience in the environment after they began working there. This discrepancy is the primary cause of the voluntary turnover amongst the Millennials that participated in the study and speaks to the essence of how Millennials are experiencing their organizations.

ISBN: 9781321395150Subjects--Topical Terms:

516683
Organizational behavior.

The exit interview: Millennials' perspectives on why they quit.
LDR:03125nmm a2200301 4500 001 2070662
005 20160617121841.5
008 170521s2014 ||||||||||||||||| ||eng d
020 $a 9781321395150
035 $a (MiAaPQ)AAI3666478
035 $a AAI3666478
040 $a MiAaPQ $c MiAaPQ
100 1 $a Bateman, Hannah. $3 3185728
245 1 4 $a The exit interview: Millennials' perspectives on why they quit.
300 $a 194 p.
500 $a Source: Dissertation Abstracts International, Volume: 76-04(E), Section: A.
500 $a Adviser: James DellaNeve.
502 $a Thesis (Ed.D.)--Pepperdine University, 2014.
506 $a This item is not available from ProQuest Dissertations & Theses.
520 $a Millennials, individuals born approximately between 1982 and 2002 (Howe & Strauss, 2000) are on average, quitting their jobs within 3 years (Bureau of Labor Statistics, 2012). Their short job tenure not only impacts organizations negatively (Phillips & Connell, 2003), but it also influences how the Millennials are portrayed in the media. Public perceptions assert (although not supported by substantial evidence) that Millennials quit their jobs because they lack loyalty and have a poor work ethic (Marston, 2013), have extreme confidence in their abilities (Howe and Strauss, 2000), make inappropriate work demands (Erickson, Alsop, Nicholson, & Miller, 2009), and possess high expectations for work (Sujansky & Ferri-Reed, 2009) such as flexibility and rapid career growth. Given these are mere assertions, a qualitative study utilizing a phenomenological approach was undertaken to explore the voluntary turnover of Millennials from the Millennials' perspective. The purpose of the study was to discover the reasons why Millennials chose to quit their former jobs and subsequently, what it means to them when they leave an organization. Interviews were conducted with 25 Millennial college graduates (Bachelors degree or higher) who have quit one or more jobs within 5 years of being hired. A major finding from the study was that Millennials decided to join an organization for many of the same reasons they decided to leave it. Compensation, location, opportunity to learn and pursue a career that corresponds to their college degree, flexible work schedule, work environment, and job responsibilities were among many of the reasons cited by the research participants regarding their decisions to join and/or leave an organization. There was a gap that existed between what they perceived the organization would offer them before they joined the organization and their actual assessment of and experience in the environment after they began working there. This discrepancy is the primary cause of the voluntary turnover amongst the Millennials that participated in the study and speaks to the essence of how Millennials are experiencing their organizations.
590 $a School code: 6009.
650 4 $a Organizational behavior. $3 516683
650 4 $a Management. $3 516664
650 4 $a Occupational psychology. $3 2122852
690 $a 0703
690 $a 0454
690 $a 0624
710 2 $a Pepperdine University. $b Education. $3 1019295
773 0 $t Dissertation Abstracts International $g 76-04A(E).
790 $a 6009
791 $a Ed.D.
792 $a 2014
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3666478